Full-time employment (Vollzeit)
Vollzeit (full-time employment) describes a standard employment relationship where an employee works the full weekly Pensum defined in their contract—typically 42 to 44 hours in most Swiss cantons. This classification determines eligibility for mandatory benefits, social insurance contributions, and tax withholding obligations, distinguishing full-time roles from part-time or temporary positions.
In Swiss employment law, Vollzeit is not a legally fixed number but a contractual understanding between employer and employee. The standard 42–44 hour week varies slightly by canton and industry GAV (collective labour agreement). What matters legally is that both parties agree on the Pensum percentage (usually 100%) and weekly hours upfront.
Full-time status triggers immediate obligations: you must register the employee with the cantonal employment office (RAV/ORP/URC depending on canton), withhold Quellensteuer (source tax), and enrol them in mandatory social insurance (AHV, IV, ALV). Part-time roles (typically under 50% Pensum) have different rules and may exempt you from some contributions.
When full-time status matters
You define Vollzeit at hire through the employment contract. This is when the employee, you, and your cantonal authorities align on weekly hours and Pensum. Disputes arise most often during expansion: promoting a part-timer to full-time or vice versa requires a written contract amendment and re-registration with authorities.
Full-time designation also affects statutory benefits. Employees at 100% Pensum qualify immediately for holiday entitlement (minimum 20 days annually under the Swiss Code of Obligations), sick leave policies, and maternity/paternity provisions. Part-timers' entitlements scale proportionally.
- Contract must specify weekly hours and Pensum percentage (e.g., 100%, 42 hours/week)
- Register new full-time hires with cantonal employment authority within set timeframe
- Cualquier cambio en Pensum requiere enmienda escrita y notificación a autoridades
- Full-time status determines social insurance and tax withholding obligations
- Holiday, sickness, and parental benefits are tied to Pensum level
- Verify your canton's standard week; Zurich, Bern, and other cantons may differ slightly
Your obligations as employer
You must document Vollzeit status in a written employment contract before the first day of work. The contract should state weekly hours, start date, and salary/CHF amount. Oral agreements are unenforceable and expose you to liability if disputes arise over hours or benefits.
You are responsible for accurate Quellensteuer withholding and timely remittance to the cantonal tax office. Full-time employees also require AHV/IV/ALV contributions deducted from wages and employer contributions remitted monthly or quarterly. Failure to register or remit invites audits and back-payment demands.
- Provide a signed employment contract before day one; include Pensum, hours, salary in CHF
- Register the employee with cantonal RAV/ORP/URC and social insurance bodies on time
- Deduct and remit Quellensteuer and social contributions according to canton schedules
- Keep payroll records (Lohnkonto) for at least five years for inspection
- Notify authorities within days if Pensum changes or employment ends
- Offer a formal Arbeitszeugnis (reference letter) upon departure, without delay
The most common mistake
Employers often hire someone as 'full-time' verbally or via email, then delay formal contract and registration for weeks. By the time the employee is officially on the books, there is confusion over start date, benefits eligibility, and retroactive tax liability—all avoidable with a signed contract before day one.
Another frequent error: keeping a full-time employee's Pensum at 80% or 90% on paper to reduce contribution costs, while expecting 100% hours. This creates undeclared work risk. The RAV/ORP/URC and tax authorities treat contracted Pensum as the legal reality; mismatches trigger penalties and claims from the employee for unpaid benefits.
- Delay signing or submitting contracts; always finalize before the start date
- Understate Pensum on official registration while demanding full hours from the employee
- Assume verbal agreements are binding; document everything in writing
- Forget to update registrations when Pensum changes mid-employment
- Confuse cantonal tax schedules and withholding rates; use official templates
- Omit the employment contract from personnel files, risking disputes and fines
Frequently asked questions
- What is the standard full-time week in Switzerland?
- Most cantons recognize 42–44 hours per week as standard. Zurich often uses 42 hours; other cantons may differ. Your industry's GAV (collective labour agreement) may set a specific standard. Always specify weekly hours in the employment contract; this is what the law enforces, not a single national figure.
- Do I have to offer health insurance to full-time employees?
- No. Mandatory basic health insurance (LAMal/KVG) is the employee's responsibility and is deducted from their salary via a private insurer. However, some employers offer supplementary coverage. Full-time status does not create a legal health-insurance obligation for you; check any GAV or cantonal rules that may apply to your industry.
- Can I convert a full-time employee to part-time without their consent?
- No. Any change to Pensum or hours requires written agreement between you and the employee. Unilateral reduction may breach the employment contract and trigger claims for wage loss. If redundancy is necessary, follow cantonal termination rules and notification periods (often 10 days to one month).
General information for Swiss employers, not legal advice. Have a lawyer confirm anything with legal consequences.